Employee well being and mental health.pdf
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🧠 Employee well-being and mental health are sensitive subjects that often linger in the shadows of workplace conversations. 📍While we're bombarded with information on mental health, it's imperative that we go beyond the surface and address these issues in real-time, customized to the unique demands of each workplace. 📍Just as no two adventures are alike, neither are the challenges faced by organizations – some require high-skill discretion, others thrive in fast-paced environments, while some navigate high-risk terrains. 🧠 The key is to tailor strategies to meet these specific needs, recognizing that mental health is an exhilarating journey deserving of an informal, engaging dialogue that reflects its vibrant and diverse nature. *Note: Our presentation adopts an informal tone deliberately, as we celebrate mental health as an enlightening journey of awareness, far from being a dreary subject.*
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Copyright © 2015 Society of Trauma Nurses. Unauthorized repro.docx
Copyright © 2015 Society of Trauma Nurses. Unauthorized reproduction of this article is prohibited.
298 WWW.JOURNALOFTRAUMANURSING.COM Volume 22 | Number 6 | November-December 2015
L E A D E R S H I P
E
mployee engagement. Without question, a corpo-
rate buzz word. But, what does engaging employ-
ees mean? How can you do it? Does it matter to
your bottom line? Why does it matter if you have
engaged employees on your team?
Nursing leaders play an integral role in employee sat-
isfaction, patient satisfaction, and employee productivity.
Satisfied and engaged nurses provide safer and higher
quality patient care. Engaged nurses strive for higher pa-
tient satisfaction. Engaged employees have more motiva-
tion and interest in participating in department activities
and in improving patient safety and patient care initia-
tives. Employee engagement often starts with a nursing
leader. Nursing leaders have significant impact on the
way an employee feels about their career, their patients,
and their organization.
Carnegie 1 describes employee engagement as an emo-
tional and functional commitment to the employee’s organ-
ization. Leiter and Maslach 2 note that engagement requires
energy, involvement, and efficacy. Kahn 3 adds 3 conditions
of work associated with employee engagement: meaning-
fulness, safety, and availability. Engaged employees are
committed to their organization. They are high perform-
ers who are enthusiastic, empowered, inspired, and confi-
dent. 1 Engaged employees are emotionally and cognitively
immersed in their job allowing a sense of meaningfulness
and value in the work leading to higher sensitivity to the
organization’s mission and to organizational change. 4
Engaged employees care about the future of their or-
ganization, have a strong emotional bond to their organi-
zation, are vested to ensure the success of their organiza-
tion, and have both their hearts and heads engaged in
their work. 5 This commitment and bond with their or-
ganization leads to higher productivity, increased profits,
improved safety, and lower absenteeism. 5 In addition, or-
ganizations that have higher employee engagement have
significantly less turnover. Carnegie 1 notes that turnover
Author Affiliation: All Children’s Hospital Johns Hopkins Medicine, St.
Petersburg, Florida.
The author declares no conflicts of interest.
Correspondence: Karen Macauley, DHA, MEd, BSN, RN, CEN, All
Children’s Hospital, 501 Sixth Ave S, St. Petersburg, FL 33701 ( karen.
[email protected] ).
Employee Engagement: How to Motivate
Your Team?
Karen Macauley , DHA, MEd, BSN, RN, CEN
DOI: 10.1097/JTN.0000000000000161
alone costs organizations $11 billion annually and can
be significantly lessened with an engaged and committed
employee environment.
Disengaged employees, on the other hand, often do
only as they are told, miss more work, and are more
likely to leave an orga ...
7 Biggest HR Challenges in 2023. How to Solve Them
7 Biggest HR Challenges in 2023: How to Solve Them
As we all adjust to the New Normal, HR leaders face a unique set of human resource management challenges in a post-pandemic world. From navigating the ever-evolving regulations to retaining employees, now more than ever, they need to be prepared to face these HR challenges head on.
We’ve asked HR leaders across the globe about the most significant problems they have encountered and the smartest ways to tackle them and build a brighter future for their employees.
Here are 7 HR challenges in HR management and how to overcome them:
Rapidly Adapting to Completely Remote Working Practices
Fulfilling Hybrid Staffing Requirements
Ensuring the Health and Safety of Employees
Supporting Employees' Mental Health
Staying Flexible
Recruiting and Retaining Employees
Keeping Employees Engaged
Rapidly Adapting to Completely Remote Working Practices
HR teams are having to rapidly adapt to completely remote working practices or risk being left behind in what is now viewed as pre-pandemic workplace procedures.
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Tracey Beveridge, HR Director, Personnel Checks
Ensuring the Health and Safety of Employees
The biggest challenge faced by HR managers in a post-pandemic world is ensuring the health, safety, and security of their employees.
For instance, a less-common challenge they may face is formulating new workplace policies that reflect dynamic and fluid working conditions where remote work can become the norm.
This means HR managers must ensure sufficient communication between teams to maintain an environment of trust, understanding, and collaboration to avoid disrupting the productivity of the organization.
Moreover, they must expect changes in technology needs and cultural shifts in employee values so that not only are employee expectations understood, but company policies are clear and up-to-date.
Grace He, People and Culture Director, TeamBuilding
Supporting Employees' Mental Health
It's no secret that the pandemic has made things tough for HR managers. One of the biggest challenges they're facing now is figuring out how to support employees' mental health in a world that feels more uncertain than ever before.
That means trying to help people find a balance between work and life and giving them flexibility in their schedules.
7 Biggest HR Challenges in 2023. How to Solve Them
As we all adjust to the New Normal, HR leaders face a unique set of human resource management challenges in a post-pandemic world. From navigating the ever-evolving regulations to retaining employees, now more than ever, they need to be prepared to face these HR challenges head on.
We’ve asked HR leaders across the globe about the most significant problems they have encountered and the smartest ways to tackle them and build a brighter future for their employees.
Here are 7 HR challenges in HR management and how to overcome them:
Rapidly Adapting to Completely Remote Working Practices
Fulfilling Hybrid Staffing Requirements
Ensuring the Health and Safety of Employees
Supporting Employees' Mental Health
Staying Flexible
Recruiting and Retaining Employees
Keeping Employees Engaged
Rapidly Adapting to Completely Remote Working Practices
HR teams are having to rapidly adapt to completely remote working practices or risk being left behind in what is now viewed as pre-pandemic workplace procedures.
Establishing a remote working setup brings its own set of challenges for any team; however, this is something that needs to be at least explored to ensure that you're meeting hiring demands for an ever-changing world of work.
Wendy Makinson, HR Manager, Joloda Hydraroll
Fulfilling Hybrid Staffing Requirements
HR teams are having to rapidly adapt to growing remote and hybrid staffing requirements, and procedures must be in place to not only provide these options for employees but also improve upon current hybrid and remote working procedures as requirements, such as remote training continue to develop.
Tracey Beveridge, HR Director, Personnel Checks
Ensuring the Health and Safety of Employees
The biggest challenge faced by HR managers in a post-pandemic world is ensuring the health, safety, and security of their employees.
For instance, a less-common challenge they may face is formulating new workplace policies that reflect dynamic and fluid working conditions where remote work can become the norm.
This means HR managers must ensure sufficient communication between teams to maintain an environment of trust, understanding, and collaboration to avoid disrupting the productivity of the organization.
Moreover, they must expect changes in technology needs and cultural shifts in employee values so that not only are employee expectations understood, but company policies are clear and up-to-date.
Grace He, People and Culture Director, TeamBuilding
Supporting Employees' Mental Health
It's no secret that the pandemic has made things tough for HR managers. One of the biggest challenges they're facing now is figuring out how to support employees' mental health in a world that feels more uncertain than ever before.
That means trying to help people find a balance between work and life and giving them flexibility in their schedules.
In a post-pandemic world, implementing proactive strategies is crucial. For example, providing more comprehensive hea
Successful corporate healthy eating programmes guide
This document discusses the benefits of implementing a corporate healthy eating program. It argues that healthy employees are up to 3 times more productive, and the average cost of sickness per employee is £78 per day. A successful program can improve employee health, morale, teamwork, engagement, and the attractiveness of the business. It provides education to help employees make sustainable changes to their diets and lifestyles, leading to increased energy, better sleep, and reduced absenteeism. Implementing healthy eating initiatives is a viable business solution that can positively impact the bottom line.
Wellbeing and Leadership
Implementing workplace health and wellbeing programs is crucial today to address increased workloads, longer work hours, and less work-life balance faced by employees. Such programs can reduce stress, absenteeism, and turnover while improving productivity and satisfaction. Options for employers include creating wellbeing policies, integrating wellbeing into company culture, providing educational programs, and making wellbeing activities accessible. Leaders must also actively promote and model healthy behaviors to drive cultural change from the top down. Proper implementation requires identifying goals, stakeholders, communication plans, and evaluating progress.
Wellbeing strategies in the workplace
This white paper discusses the important roles that culture, leadership and
communication play in developing successful wellbeing strategies in the
workplace.
Professor Cary Cooper, a renowned expert in organisational psychology,
discusses the reasons for implementing wellbeing strategies. Although creating
a motivated, flexible and committed workforce may be the crucial driver
for employers, they should also understand the moral aspect to improving
employees’ wellbeing. Employees will respond negatively to wellbeing initiatives
if they believe they are merely being implemented to get them to work harder.
That is why harnessing the right culture within a workplace is important, so
there is an environment where employee wellbeing can flourish. Leadership
is key to developing this culture and its success relies upon the buy in and
cooperation of all leaders from the board down.
Communication is then vital as engaging with employees about the wellbeing
programme will help to demonstrate that it is ongoing and not just a fad.
Continually surveying employees to seek their views on the programme will
then ensure that it remains relevant and continues to meet their needs.
Well-being at Work
This document summarizes the key findings from a literature review on well-being in the workplace conducted by the New Economics Foundation (NEF). The review finds that personal resources, organizational systems, functioning at work, and experience of work all influence employee well-being. Specifically, the evidence suggests that health, work-life balance, fair pay, job security, achievable jobs, management style, social value of work, skill use, development opportunities, job control, and relationships positively impact well-being at work. The review informs the development of NEF Consulting's Happiness at Work survey to help organizations assess and improve workplace well-being.
Why You Should Prioritize A Good Work-Life Balance | Michael Ralby
Regardless of your field, striking a balance between work, family, and other activities is considered to be one of the most significant contributing factors to an individual’s happiness, health, and overall well-being. Effectively managing the time you devote to professional pursuits and personal, recreational ones can help improve individual contentedness as well as productivity.
Read the blog at MichaelRalby.org
Enable Works Training
Enable Works offers training courses to help employers reduce sickness absence and mental health issues in the workplace. Their courses include Mental Health Awareness for Staff, which provides an entry level understanding of mental health issues and promotes open discussion, and Mental Health Training for Managers, which gives managers the skills to identify and support employees with mental health conditions. Other courses focus on mindfulness, stress management, and teaching techniques like CBT and communication strategies to help employees better manage their mental well-being and stress levels at work.
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
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5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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留信网认证的作用:
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2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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Employee well being and mental health.pdf
- 1. EMPLOYEE WELL-BEING AND MENTAL HEALTH Human Resource By Maithili Koparde Sumedh Harshvardhan
- 2. INTRODUCTION EMPLOYEE WELL-BEING AND MENTAL HEALTH Employee well-being and mental health have become central concerns in today's workplace. With a growing understanding of their impact on productivity, job satisfaction, and overall organizational success, companies are increasingly recognizing the importance of creating a supportive and mentally healthy work environment.
- 3. MEANING EMPLOYEE WELL-BEING REFERS TO THE PHYSICAL, MENTAL, EMOTIONAL, AND SOCIAL HEALTH AND HAPPINESS OF INDIVIDUALS WITHIN THE WORKPLACE, ENCOMPASSING THEIR OVERALL QUALITY OF LIFE AND SATISFACTION IN A PROFESSIONAL CONTEXT. EMPLOYEE MENTAL HEALTH REFERS TO THE EMOTIONAL AND PSYCHOLOGICAL WELL-BEING OF INDIVIDUALS IN THE WORKPLACE, ENCOMPASSING THEIR ABILITY TO MANAGE STRESS, COPE WITH CHALLENGES, AND MAINTAIN A POSITIVE MENTAL STATE WHILE PERFORMING THEIR JOB.. NOTE: MENTAL HEALTH IS A SUBSET OF WELL-BEING,
- 4. FACTORS INFLUENCING EMPLOYEE WELL-BEING AND MENTAL HEALTH WORKLOAD AND STRESS JOB SECURITY WORK-LIFE BALANCE Employee well-being and mental health: Communication + Leadership + Flexibility + Resources + Feedback = Sustainable Workplace Wellness." WORKPLACE CULTURE AND SOCIAL SUPPORT EXTERNAL FACTORS, SUCH AS PERSONAL LIFE AND SOCIETAL INFLUENCES.
- 5. 1 3 Tracking absenteeism and turnover rates. 2 Surveys and feedback mechanisms. Employee Assistance Programs (EAPs) MEASURING EMPLOYEE WELL-BEING AND MENTAL HEALTH
- 6. SOCIAL SUPPORT NETWORKS. ENCOURAGING A HEALTHY WORK-LIFE BALANCE FLEXIBLE WORK ARRANGEMENTS PHYSICAL HEALTH INITIATIVES WELLNESS PROGRAMS STRESS MANAGEMENT TECHNIQUES STRATEGIES FOR PROMOTING EMPLOYEE WELL-BEING
- 7. REAL-LIFE EXAMPLES OF ORGANIZATIONS Unilever has a "Well-being at Unilever" program that includes mental health support. They offer mental health first aid training to employees and prioritize work-life balance through flexible work arrangements and family support programs. GE emphasizes physical and mental health through its "HealthAhead" program. The company provides mental health support, resources for stress management, and encourages employees to maintain a healthy work-life balance. Salesforce prioritizes employee well-being through its "Ohana" culture, emphasizing family and inclusivity. The company offers mindfulness and meditation programs, stress reduction initiatives, and mental health days off. IT'S ESSENTIAL TO TAILOR SUCH INITIATIVES TO THE UNIQUE NEEDS AND CULTURE OF YOUR ORGANIZATION UNILEVER GENERAL ELECTRIC (GE) SALESFORCE
- 8. Investing in employee well-being and mental health is a testament to an organization's commitment to its people's growth, fulfillment, and overall quality of life. In this era of ever-evolving workplaces, a deep understanding of the profound impact of mental health on productivity, creativity, and innovation is paramount. It's an acknowledgment that the mental well-being of employees isn't a peripheral concern but a core asset, and when prioritized, it becomes the cornerstone of a harmonious, resilient, and forward-looking workplace. CONCLUSION AN ORGANIZATION MUST NEVER HAVE AN ENVIRONMENT OF “FIGHT OR FLIGHT” IT MUST BE A PLEDGE TO PROVIDE THE TOOLS AND SUPPORT NEEDED TO WEATHER THE STORMS OF STRESS AND ANXIETY, AND TO NURTURE A CULTURE WHERE INDIVIDUALS ARE NOT MERELY SURVIVING BUT GENUINELY THRIVING.
- 9. THANK YOU!